MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION LE HUNG DIEP STATE MANAGEMENT OF LECTURERS AT UNIVERSITIES IN HO CHI MINH CITYQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí MinhQuản lý nhà nước đối với đội ngũ giảng viên các trường đại học trên địa bàn Thành phố Hồ Chí Minh
The urgency of the thesis topic
Firstly, stemming from the policy of fundamental and comprehensive innovation of Vietnamese higher education, which the Party and State have identified as an urgent requirement to develop high-quality human resources to meet the country's socio-economic development needs Resolution No 29-NQ/TW dated November 4, 2013, of the 8th Central Conference, Session XI, identified the goal of developing higher education as focusing on training highly qualified human resources, nurturing talents, developing qualities and self-study capacity, self-enrichment of knowledge and creativity of learners Perfecting the network of higher education institutions, the structure of professions, and training levels through the national human resource development plan, in which several schools and training majors are at the regional and international levels Diversifying training institutions following the needs of technology development and fields and professions; the requirements of building and defending the Fatherland and international integration In that context, state management agencies of education and training from central to local levels need to change their thinking, closely follow the direction of innovation, maximize and effectively promote the role of state management in planning, implementing and supervising the implementation of policies on developing higher education, moving towards granting autonomy to higher education institutions In addition to the legal framework established in the Law on Higher Education in 2012 and amended and supplemented in 2018, which is facilitating innovation and development of higher education in Vietnam, some achievements have also been recognized, the implementation of the state management role in higher education still has some difficulties and challenges, there are still many points that are not suitable for the conditions of university autonomy, not suitable with international practices, affecting the international integration process of Vietnamese higher education
Second, from the position and role of the teaching staff in higher education The teaching staff is a "special production force that creates products that are human resources", the subject and factor that determines the quality of education, training and scientific research, services and the development of the school, and at the same time, the subject that guides the creation of sustainable development of society Managing the teaching staff is an activity that plays a vital role for higher education institutions In the new context of university autonomy with reforms in salary policy, this activity becomes even more critical It plays a decisive role in the success of each higher education institution To effectively carry out the work of developing the teaching staff at higher education institutions, it is necessary to synchronously and reasonably deploy the development contents in terms of quantity, quality and structure in order to effectively carry out the teaching tasks of the training institutions in particular, contributing to improving the teaching quality of the country's education in general
Third, facing the explosion of the 4.0 industrial revolution, all aspects of economic and social life have changed dramatically Training human resources to meet the development and increasing demands in the digital age is a common challenge for higher education and universities today Universities, in general, and public universities, in particular, must adjust and change many aspects of organizational structure, management methods, and training programs They must also build a teaching staff that ensures quantity, quality, and reasonable structure
Fourth, higher education in the context of digital transformation requires the teaching staff to be indeed a pioneer in renewing awareness, further improving professional qualifications, innovating methods, and cultivating professional skills, especially foreign language and information technology skills, to grasp trends promptly and proficiently use technological equipment and software programs in the process of teaching, testing, evaluating students and scientific research
Fifth, based on the practice of State management of university lecturers in
Ho Chi Minh City recently, many things could still be improved besides the results and achievements University lecturers' quantity, proportion and structure still need to meet the immediate and long-term requirements University lecturers' quality must be commensurate with national development and international integration requirements The proportion of lecturers with doctoral degrees is increasing However, the ability to update knowledge and apply information technology and soft skills of several lecturers still needs to meet the increasingly high requirements of the educational innovation process Many lecturers have to spend most of their time on teaching, with little time focusing on scientific research activities The above limitations have greatly affected the quality of university training Therefore, perfecting policies to fill gaps, remove difficulties, and encourage and motivate public university lecturers to develop in quantity and improve quality with reasonable structure and ratio is today's key and urgent requirement.
Purpose and research tasks of the thesis
Research purpose
Research on the theory and practice of state management for university lecturers is needed to propose solutions to improve state management for lecturers at universities in Ho Chi Minh City.
Research tasks
- Refer to research works related to the scope and research object of the thesis, analyze the problems that the works have solved that the thesis can inherit and identify the problems that the thesis needs to continue to research and solve
- Research theoretical issues on State management of university lecturers: Clarifying concepts, characteristics, roles, contents of State management, and factors affecting State management of university lecturers
- Analyze and evaluate the current status of State management activities for lecturers and staff of universities in Ho Chi Minh City to evaluate the current status of the Vietnamese legal system on State management and law enforcement practices for universities in Ho Chi Minh City; point out the advantages, limitations and causes as a basis for researching and proposing solutions to improve the quality of this team
- Research and synthesize viewpoints, orientations and goals for developing university lecturers and propose solutions to strengthen State management of university lecturers in Ho Chi Minh City.
Subject and scope of the thesis research
Research subjects
State management activities for lecturers and staff of universities in Ho Chi Minh City.
Scope of research
- Spatial scope: Universities in Ho Chi Minh City (Not including universities in the security and defence sectors and member universities of Ho Chi Minh City National University)
- Time scope: From 2013 to 2023 (2013 when the Law on Higher Education
- Scope of content: The thesis focuses on researching the content of State management for lecturers and staff of universities in Ho Chi Minh City.
Methodology and research methods of the thesis
Methodology
The thesis is researched and implemented based on Marxist-Leninist methodology on dialectical materialism and historical materialism; the Party's viewpoints, the orientation of the education sector on human resource development and educational human resources; on the role of teachers; the Party's viewpoints and State laws express the perspective on issues related to state management, to human resource development in the context of international integration, in the development trend of the 4.0 scientific and technological revolution and digital transformation.
Research methods
To achieve the purpose and research tasks, the thesis uses the following specific methods:
- Secondary research method: The thesis inherits documents on institutions, legal policies related to the research issue, reports, and statistical data through the stages Secondary documents are synthesized, analyzed, and compared to summarize the theoretical issues on State management of lecturers at universities and continue to analyze and evaluate the practical State management of lecturers at universities in Ho Chi Minh City
- Sociological investigation method: Building survey forms, conducting field surveys, using questionnaires Survey subjects: Lecturers at several universities in Ho Chi Minh City, with a quantity of 350 survey forms (300 forms for lecturers, 50 forms for lecturers at the management level of deans, vice deans, and equivalent) Survey form: Send survey forms directly and online via the Google Forms platform Specifically:
+ Number of ballots issued: 350 ballots;
+ Number of votes received: 332 votes, reaching 94.8%;
+ Data processing: Appendix 1, 2 of the thesis
- Expert method: During the research process, the author directly consulted with managers in the research field, scientists, lecturers, and people with experience related to the thesis topic Interview subjects: Civil servants in charge of leadership and state management of education and training; Board of Directors,
Number: 30 people (Civil servants in charge of leadership and state management of education and training: 10 people; Board of Directors: 20 people).
Research questions and scientific hypotheses
Research questions
- What is the scientific basis for state management of university lecturers?
- What is the current status of State management of lecturers at universities in Ho Chi Minh City?
- What solutions are needed to strengthen the State management of lecturers at universities in Ho Chi Minh City? How do we implement those solutions? What conditions are needed to implement those solutions?
Scientific hypothesis
The university's teaching staff plays an essential role in determining the training quality of universities, contributing to creating a high-quality human resource team to serve the country's socio-economic development goals
State management of lecturers at universities in Ho Chi Minh City in the current context of integration is an urgent issue State management activities for lecturers at universities in Ho Chi Minh City are increasingly receiving attention, and there are many solutions to improve the quantity and quality of lecturers However, there are still limitations and work that needs to be improved in state management
If we strengthen the State management of lecturers at universities in Ho Chi Minh City, the quality of lecturers and the training quality of higher education institutions will improve, which can meet society's needs and requirements in the current context.
Theoretical and practical significance of the thesis
Theoretical significance
The thesis has systematized, supplemented, and developed the theoretical basis of State management for university lecturers The topic also analyzes the practice of university lecturer management in some countries, such as China, Singapore, and Korea, which has reference value for Vietnam.
Practical significance
Through the analysis of practices at universities in Ho Chi Minh City, the thesis has proposed several directions and solutions to contribute to strengthening the State management of lecturers and staff at universities in Ho Chi Minh City, which is a reference document for agencies that plan policies on human resource development; agencies that develop laws The data and statistics on the topic can also be used as a reference for subsequent research topics.
New contributions of the thesis
- The thesis contributes to systematizing and analyzing, clarifying the scientific theory system on state management for university lecturers, and especially profoundly analyzing the role of state management for this particular group of subjects
The thesis provides specific and systematic assessments of the current State of state management of lecturers at universities in Ho Chi Minh City From there, it analyzes the shortcomings and limitations of the law and the limitations in applying the law on state management of lecturers at universities in Ho Chi Minh City
The thesis proposes a system of solutions to strengthen the State management of lecturers in Ho Chi Minh City, including solutions to improve the law on State management of lecturers in universities, solutions to organize the implementation of regulations and policies, and solutions to apply information technology in State management activities
- The thesis proposes a model to promote the connection between Ho Chi Minh City universities.
Structure of the thesis
In addition to the introduction, conclusion, list of references and appendix, the thesis is structured into 04 chapters:
Chapter 1: Overview of research situation related to the thesis topic
Chapter 2: Scientific basis for state management of university lecturers
Chapter 3: Current status of state management of university lecturers in Ho Chi Minh City
Chapter 4: Directions and solutions to strengthen state management of university lecturers in Ho Chi Minh City.
Studies related to state management of higher education
Authors at home and abroad research the role of the State in higher education and the contents of state management of higher education
1.2 Research works on university teaching staff
University lecturers are a relatively popular research topic both domestically and internationally Most studies confirm that university lecturers are a key factor in improving the quality of any education system In the context of the 4.0 technology revolution, lecturers' capacity is facing many challenges of change
1.3 General comments on the research situation and issues that need further research
Generally, research on the National University of Education is approached from many different angles and scopes Some works are approached from the perspective of university administration, and some are from the perspective of public policy science In terms of scope, the above work only stops at large universities, regional universities and colleges, or universities under a management ministry, and some studies are even limited to one school
In terms of the approach from the perspective of State management, there have been several studies on the roles, functions, tasks, and powers of State management entities regarding the following contents: Developing and promulgating legal documents on university lecturers developing plans and plans for university lecturers guiding and organizing the implementation of legal documents on university lecturers organizing the State management apparatus on university lecturers inspecting and examining university lecturers However, in the current period, facing the development of the 4.0 industrial revolution and university lecturers must change appropriately to ensure the quantity and quality of university lecturers.
University faculty
"Lecturer" is a person Who Meets the standards of professional qualifications, skills, qualities, and ethics as prescribed by law, is appointed to the position of lecturer, and performs teaching and scientific research tasks at higher education institutions
"The teaching staff" is a group of lecturers organized into a force with scale, structure, and cohesion to carry out tasks together teaching and scientific research at higher education institutions
A higher education institution belongs to the national education system, performing the functions of training at all levels of higher education, scientific and technological activities, and serving the community Higher education institutions include universities, colleges, and academies Higher education institutions have legal status, including universities, colleges and higher education institutions with other names by the provisions of the law
2.1.2 Classification classification of university teaching staff
Lecturers can be divided into two groups based on their job position at the university: permanent lecturers and guest lecturers
Based on the professional titles of teaching staff in public higher education institutions include Teaching assistant, lecturer, principal lecturer, and senior lecturer
2.1.3 Characteristics of university teaching staff
Firstly, university lecturers must ensure the requirements on lecturer title standards according to the 2018 Law on Higher Education provisions
Second, university lecturers perform two main tasks: teaching and scientific research
Third, university teachers are different from primary, secondary and high school teachers Teachers' teaching objects are students, while university teachers' teaching objects are students
2.1.4 The role of the teaching staff in innovation of higher education
University lecturers must undertake three main tasks: teaching, scientific research and service provision Teaching is the traditional role of a lecturer; regardless of position, the lecturer must ensure the necessary knowledge and skills, including Specialized knowledge, knowledge of training programs and knowledge and skills in teaching and learning In addition, lecturers also play a role in scientific research The scientific research process of lecturers helps them apply their knowledge and create products to serve society As a service provider for society, lecturers provide services to schools, students, social organizations - unions, the community and society in general.
State management activities for university lecturers
State management of university lecturers is the organized and legally regulated impact of competent state agencies and individuals on university lecturers to build lecturers with total capacity, qualities and professional qualifications to effectively perform training and scientific research tasks in universities, contributing to improving the quality of training high-level human resources to serve development and international integration
2.2.2.Subjects and Objects of State Management of University Lecturers
At the macro level, the promulgation of policies and laws to create a legal framework for state management of university lecturers includes the National Assembly and the Government The Ministry of Education and Training is the state management agency for education and training With its functions, tasks and powers, the Ministry of Education and Training is the most crucial entity in the state management of university lecturers The Ministry of Education and Training has the role of guiding, drafting legal documents, promulgating policies and regulations, advising on planning, and organizing inspections and examinations to construct and develop university lecturers At the local level, the People's Committees of provinces and cities are responsible for coordinating the management by sector and territory for universities in general and universities in particular in the province
2.2.3 The necessity of state management of university lecturers
Firstly, the position and role of university lecturers in developing local and national human resources
Second, it stems from the requirements of fundamental and comprehensive innovation of university education in line with development trends
Third, the practice of state management of university lecturers still has limitations and shortcomings, especially the policy mechanism for lecturers
2.2.4 Contents of state management of university lecturers
2.2.4.1 Develop strategies, plans, and projects for developing university teaching staff
2.2.4.2 Promulgate and organize the implementation of state management documents for university lecturers
2.2.4.3 Building the organization and personnel to implement state management of university lecturers
2.2.4.4 Promulgate and organize the implementation of policies for university lecturers
2.2.4.5 Building and managing data on university lecturers
2.2.4.6 Inspect and examine the implementation of policies and laws for university lecturers
2.2.4.7 International cooperation to develop university teaching staff
Factors affecting state management of university lecturers
Political factors are expressed through the Party's policies, which affect the Party's State management and the teaching staff of universities Suppose the Party's policies always closely follow the management practices at universities
In that case, it will promote the effectiveness of State management activities and strengthen the Party and the teaching staff
The legal system for managing civil servants and public employees in general and teachers working in universities, in particular, is the legal basis for adjusting and applying to the practice of state management of universities In order to manage effectively, it is required that the legal system be complete, with specific and detailed regulations for State management from the recruitment stage to the use (mobilization, rotation, ), evaluation, reward, and discipline of university lecturers
2.3.3 Factors related to the capacity of state agencies and civil servants
The capacity of the staff and civil servants in state agencies will affect the effectiveness of state management for university lecturers If this team has sufficient capacity and qualifications and performs tasks scientifically, it will improve state management's effectiveness In addition, this team also needs to have a deep understanding of the university's position, role, functions, and tasks and its characteristics compared to other educational institutions; only then, in performing their tasks, can they make decisions that are close to the reality taking
From the perspective of State management, it is necessary to recognize the socio-economic factors affecting the teaching staff of universities in order to be proactive in proposing policies to create stability and development
2.3.5 Development conditions of regions and localities
The development conditions of regions and localities significantly impact the State management of university lecturers Regional and local economic and social development and scientific and technological capacity will contribute to facilitating the development of the university system and university lecturers
In terms of state management, the level of development of science, technology and information technology of the country and localities also sets requirements for state management of university lecturers to develop and train lecturers who can grasp and master modern teaching technologies and skills and master modern technical means to improve the effectiveness of teaching and scientific research
2.3.7 Factors related to the teaching staff themselves
First is the capacity of the teaching staff
Second, a sense of personal responsibility
Third, conscience and professional ethics
Fourth, the lecturer must have passion and a sense of responsibility in his work.
Experience of other countries and reference values for Vietnam
- Experience in developing strategies and issuing legal documents on teaching staff
- Experience in planning and recruiting university teaching staff
- Experience in reforming the university lecturer evaluation system
- Experience in recruiting, attracting and licensing teaching staff
- Experience in training and improving the quality of teaching staff
- Experience in welfare policy of teaching staff
Experience building and promoting linkages between universities in management and developing teaching staff through the Korean Council for University Education (KCUE)
2.4.4.Reference values for Vietnam a) In planning the university teaching staff
Develop plans and strategies for developing university lecturers and staff per the situation Developed countries have developed very systematic policies for planning lecturers and staff following the planning of the governing body and the national strategy for human resource development These policies are based on accurate forecasts of human resource needs to serve the country's development, according to the set goals and objective scientific vision, with feasible tasks and solutions b) On the mechanism for recruiting university lecturers
The State needs solid and attractive policies to attract and recruit quality lecturers With a complete legal policy system, a highly developed economy and society, and adequate budget investment in education and training, all countries have a foundation for a democratic working environment, freedom of creativity, and encouragement for talent development With modern facilities and working equipment, decent income, promotion opportunities, housing policies, etc., the policy to attract lecturers is undoubtedly very successful The recruitment policy regardless of nationality worldwide, recruiting year-round, directly recruited by faculties and departments, publicly and transparently c) On training and improving the capacity of university lecturers
Developed countries worldwide pay great attention to the training and development policies for university lecturers Training and development policies are applied to candidates immediately after recruitment After a 4-5 year teaching cycle, lecturers intern for 1 year Training coordination policies between countries and universities, opening branches, helping lecturers to be active and develop their professional capacity, foreign language skills, communication culture, etc There are policies to encourage and reward lecturers for self-study and lifelong training d) On the policy of treating and honouring the teaching staff
The State needs to reform the salary regime for cadres, civil servants, and public employees in general and the Party Committee of the University of Economics in particular, in the direction of ensuring that the salary of the Party Committee of the University is enough to live on and reinvest in development Through the Party's policies and guidelines, the State must build a sustainable strategy through reasonable mechanisms and policies so that the Party Committee of the University can confidently contribute to the education and training of the country e) On promoting linkages between universities
Looking at the experience of countries around the world, the connection between universities and developing teaching staff has been formed for a long time as a requirement and inevitable need of managers and lecturers
For higher education in Vietnam, when the university autonomy policy is being strongly piloted, the role of state management in education and training is changing from being a transmitter of orders to being a promoter, supporter, and guide, the formation of connections between higher education institutions needs the direction, promotion, and support of state management The model of the organization of association involves the participation of universities in the participating area, with resources and operating budgets invested by the universities themselves, with partial support from the State and local authorities.
Socio-economic development conditions of Ho Chi Minh City affect the
With the above socio-economic development conditions of Ho Chi Minh City, the author sees some impacts on the development of university lecturers:
Firstly, favorable socio-economic conditions create a high demand for higher education, promoting universities to expand their scale, improve quality, and innovate teaching methods This requires lecturers to continuously update their knowledge, improve their professional capacity and scientific research, and be creative and flexible in their teaching
Second, socio-economic conditions also cause pressures and challenges for university lecturers One of the biggest pressures is the fierce competition for human resources between universities, private universities, and domestic and foreign research and production organizations
Third, the university teaching staff with quality requirements (professional capacity, teaching capacity, scientific research capacity) is essential to improve the quality of training human resources with university and postgraduate degrees to meet socio-economic development needs in the current new period.
Current status of teaching staff at universities in Ho Chi Minh City
As of 2023, Ho Chi Minh City has 41 universities, 24,379 lecturers and 759,354 students Universities play a leading role, accounting for 72.60% of the Number of schools, 87.53% of the Number of students and 72.01% of the Number of lecturers In the period 2015 - 2023, the Number of students increased by an average of 3.87%; the Number of lecturers increased by an average of 4.92%; the Number of students per 10,000 people was 194, not reaching the target of 200 b) Student/faculty ratio
The student/teacher ratio among universities in Ho Chi Minh City is uneven among schools, between public and private universities The highest student/teacher ratio is up to 31.1 - 45.4/1, while the world's leading universities, such as Harvard University, have a student/teacher ratio of 13/2 (in which the student/teacher ratio is 3.5/1) Countries with advanced higher education, in general, have a student/teacher ratio of between 15 - 20/1
A simple measure of the quality of university lecturers is the composition of lecturers, precisely the Number of professors and associate professors in 2015, which accounted for 5.15%; the Number of PhDs reached 24.54%; and the Number of masters accounted for 70.31% By 2023, the proportion of lecturers with PhD degrees at universities in Ho Chi Minh City will increase day by day (from 24.54% in 2015 to over 26.09% in 2023); the proportion of lecturers with the title of professor and associate professor will also increase slightly from 5.15% to 5.77% (in which the proportion of professors decreased by 0.18% and the proportion of associate professors increased by 0.8%) b) Foreign language proficiency
The foreign language and IT skills of university lecturers still need to improve Few schools open advanced training programs, and lecturers who teach in English are concentrated only in Hanoi and Ho Chi Minh City According to surveys and interviews, only 36.6% of university lecturers are trained in foreign languages, and 39.5% in information technology, an alarming number when Vietnam's higher education system integrates internationally c) Computer proficiency
Most lecturers have IT certificates as required However, using IT for teaching is often limited to young lecturers In contrast, older lecturers have limited access to and use information technology for teaching and must be proficient in using application software
Nowadays, online training and the need to access science and technology are inevitable and essential for the teaching staff (in teaching and research) associated with the need to develop the digital economy, so it is urgent and essential for lecturers to improve their IT skills d) Scientific research capacity
According to statistics, in 2021 alone, the total Number of lecturers participating in scientific research was 3,317, accounting for 23.8% The Number of scientific research projects in 2021 was 859; on average, each university in the city carried out 30-34 projects/year In addition to schools with a vibrant scientific research movement and lecturers actively participating, there is still a mentality of fear and a need for more confidence in implementing scientific and technological activities Many lecturers still need more enthusiasm and dedication to scientific research Many still have the mentality of performing activities out of obligation to complete, not realizing the role and benefits of scientific research activities.
Analysis of the current state management of lecturers at universities in Ho
3.3.1 Issue and organize the implementation of state management documents for the team university lecturers
Competent State management agencies have developed and issued a system lecturers are currently subject to many different laws and legal documents, such as Education Law, higher education law, Civil Servants Law, Labor Code, and separate management regulations of ministries, branches, and localities Salary policies are applied according to the general ranks of cadres, civil servants, and public employees
3.3.2 Develop plans and strategies for developing the teaching staff
The work of planning and developing plans for the development of university teaching staff has been increasingly focused and has achieved remarkable results However, the plans still have many shortcomings and differences and are not consistent in terms of goals and contents
3.3.3 Building organizational structure and personnel
The higher education management apparatus is fragmented and ineffective, and functions and tasks overlap Civil servants performing state management work related to higher education for the Ministry of Education and Training are concentrated in several specialized departments and bureaus However, compared to the requirements of managing many higher education institutions nationwide, this team still needs to be more prominent in quantity and quality
3.3.4 Building and managing data of teaching staff
Currently, the Ministry of Education and Training has deployed the development of software and a national database on higher education (Higher Education Management Information System - abbreviated as HEMIS) in the state management of higher education to serve the reporting, statistics, forecasting and management activities of higher education, for higher education management
3.3.5 Inspection and examination of university teaching staff
Recently, inspection and examination activities for lecturers and staff of universities in Ho Chi Minh City have been carried out and contributed to the State management of lecturers and staff However, the Inspection, examination, and handling of violations of lecturers and staff of universities in Ho Chi Minh
City still do not have a comprehensive strategy They mainly involve periodic inspections and handling of specific cases, so their effectiveness has not been fully realized.
Assessment of the current state management of university lecturers in Ho
Ho Chi Minh City is a particular urban area, a major centre of economy, culture, education and training in science and technology, a hub for international exchange and integration, a driving force with great attraction and influence in the Southern critical economic region, and a vital position in the whole country In recent years, higher education has developed and expanded in terms of school types and training majors, becoming the country's second most significant centre of higher education (after Hanoi) The system of universities and vocational training institutions in the city is the force that ensures conditions for high-quality human resources training in a variety of professions and fields, contributing human resources to the economic and social development of the city
Firstly, the development and promulgation of legal policies on university lecturers are still passive and slow; the implementation process still needs to be adjusted regularly and has not yet fully concretized the Party's policies, guidelines and viewpoints on fundamental and comprehensive innovation of higher education, in which university lecturers are the core force
Second, there has yet to be a plan for developing the teaching staff of universities in conjunction with the socio-economic development plan of Ho Chi Minh City The planning and development plans for the teaching staff of universities still have many shortcomings and differences and are not consistent in terms of goals and contents
Third, the faculty recruitment policy has yet to encourage universities to diversify their faculty recruitment sources
Fourth, the actual use of university lecturers is far from the requirements of job positions
Fifth, the current policies for lecturers still have many limitations and problems that must be solved The salary scale system and allowances for lecturers are unreasonable, and there is a big difference in the income of lecturers in public and non-public universities
Sixth, the training and fostering of university lecturers need to focus on evaluating and properly using lecturers after training
Seventh, Inspection and evaluation of the contents of state management of university lecturers and staff are still formal and need to be carried out systematically and effectively
Firstly, globalization and international integration significantly influence state management policy making and the development of university lecturers
Second, science and technology, especially information technology, have changed higher education worldwide They have also changed universities' internal management methods and the nature of teaching and learning, moving towards diversification of training content and forms
Third, socio-economic conditions and the level of socio-economic development are accurate and honest reflections of the dialectical relationship between economic development and human resource development
Fourth, the thinking of state management of higher education still needs to be faster to innovate in the direction of quality management For a long time, State management activities for higher education in general and the development of lecturers, in particular, have been purely administrative management, focusing on the quantitative factor with the expectation of ensuring the Number of lecturers compared to the substantial increase in the Number of universities and colleges
State management agencies for the development of lecturers of universities focus too much on administrative management tasks Specific operational management has led to insufficient time and resources for building strategic orientations and institutional frameworks necessary for lecturers to mobilize and develop in the direction of quality and structure
Fifth, the capacity of civil servants in charge of state management of higher education is still limited, and they still have the mentality of wanting to maintain the old management mechanisms and methods of the centrally planned and subsidized economy without grasping and keeping up with the requirements of innovation in state management in the conditions of a market economy
Sixth, financial resources for investment in building university facilities, especially for developing university lecturers, are still limited compared to studying and improving lecturers' professional qualifications and skills
Seventh, the participation and criticism of the Party's policies have yet to be attracted
DIRECTIONS AND SOLUTIONS TO STRENGTHEN STATE
MANAGEMENT OF LECTURERS AT UNIVERSITIES IN HO CHI
Directions for strengthening state management of university lecturers in Ho
- State management of the teaching staff of universities in Ho Chi Minh City must be closely linked to the concretization of the Party's policies on teachers and the State's education development strategy
- State management of the teaching staff of universities in Ho Chi Minh City must be associated with the requirements of international integration and
- State management of university lecturers must be appropriate and meet practical needs in university development in Ho Chi Minh City.
Solutions to strengthen state management of university lecturers in Ho Chi
in Ho Chi Minh City
4.2.1 Continue to develop and perfect legal documents for teaching staff
Continue to amend and supplement the Law on Higher Education to create an essential legal corridor for comprehensive fundamental innovation of higher education and the development of lecturers Conduct a review of the system of documents regulating state management of lecturer development at universities to consider, evaluate and eliminate conflicting and overlapping regulations, amend and supplement new regulations on lecturer development by current practical requirements, and move towards ensuring that such regulations meet regional and international standards
4.2.2 innovation in recruitment and evaluation mechanism of university lecturers
Develop regulations clearly defining standards and procedures and the order of organization to evaluate university lecturers based on their qualifications, actual capacity, results, and work performance, on which to reward and promote university lecturers To have lecturers serving future development, it is necessary to achieve the following goals:
Meet human resource needs according to the development strategy of the industry and universities in each period
Maximize the capacity of lecturers to create optimal work efficiency
Always focus on investing in training and fostering to improve the quality of lecturers and develop talents
Increasingly improve favourable working relationships
4.2.3 Develop plans and strategies to continue developing the teaching staff regarding quality and reasonable structure
Based on the general planning for higher education development and the planning for higher education in Ho Chi Minh City in particular, the Ministry of Education and Training needs to coordinate with the City People's Committee to develop a comprehensive, long-term plan for the development of lecturers in the entire education and training system Each university must plan its lecturers, ensuring the quantity, quality, structure, and proportion and the availability of suitable materials for the country's current and future human resource training needs Especially considering the training of domestic and foreign human resources, serving regional and international integration
4.2.4 Continue to train and improve the capacity of university lecturers
Building and perfecting the legal framework for training and fostering lecturers at universities Currently, policies need to show priority for training and fostering to perfect the standards of ranks and standards of lecturer titles Diversifying training forms, specifically Training at domestic training and fostering institutions for lecturers; Field trips to enterprises, production, business and service establishments; direct training, online training via the network (e- learning); training abroad, or inviting foreign experts to train in Vietnam
4.2.5 Continue to improve the treatment policy and honouring the teaching staff
Perfecting the policy of granting genuine and full autonomy to higher education institutions, in which the Principal has the right to negotiate salaries and allowances with the teaching staff of universities Perfecting the salary reform policy associated with streamlining the apparatus and restructuring the teaching staff Reforming the apparatus must clearly define each job position This is done by clearly defining the functions and tasks of each organization, each title, and each subject taught by the teaching staff Moving towards quantifying the work to pay salaries per the effectiveness of performing the tasks that the ranks and levels have been prescribed for each teaching position Piloting the annual assessment of the work performance of the teaching staff in the direction of developing regulations, processes and principles: colleagues comment and vote for Classificationclassification; learners (service beneficiaries) vote for confidence in Classificationclassification; the Principal directly controls and evaluates the teaching staff; the competent assessment council evaluates and classifies
4.2.6 Complete the database to manage the teaching staff
It is necessary to improve the database system to manage the current university teaching staff by building an information system with close and synchronous links between schools, departments and lecturers This system will have the following features and benefits:
- Allows quick and accurate updating, searching, and statistics of information on lecturers' profiles, expertise, scientific research, teaching, and evaluation This will help manage human resources, evaluate work efficiency and build development plans for schools and departments more conveniently and transparently
- Support the allocation, transfer and training of lecturers according to the needs of each school and department This will help use human resources, creating conditions for lecturers to develop their abilities and improve their professional qualifications
- Contribute to improving the quality of university training, research, and community service This will contribute to promoting cooperation, sharing of experience and knowledge between schools, departments and lecturers, creating valuable scientific products and meeting the needs of society
4.2.7 Strengthen and ensure the effectiveness of Inspect Inspectionamination of state management of university lecturers
To overcome the limitations and shortcomings in the inspection and examination work in the past, the State management agencies need to innovate the inspection work, focusing more on inspecting and examining the implementation of state management contents on the teaching staff The contents that need to be focused on include: Does the recruitment of teaching staff ensure compliance with the provisions of law on recruitment standards and procedures? Does the use and assignment of teaching staff ensure compliance with professional title standards and job positions? Does implementing training and fostering policies ensure that teaching and scientific research norms have been implemented following regulations, etc?
4.2.8 Strengthen international cooperation and promote linkages between universities in Ho Chi Minh City
The National Assembly and the Government must develop and promulgate legal documents regulating university association activities to create a legal corridor and orientation for this activity The Ministry of Education and Training and the People's Committee of Ho Chi Minh City need to direct and guide universities to build and form association organizations between higher education institutions, first of all between local schools, to determine mechanisms, resources, and directions of operation; pay attention to investment to create new motivation for universities to join hands in association, support each other to develop together based on proactive cooperation and association between universities
The joint organization model involves the participation of local universities, with resources and operating budgets invested by the universities themselves, with partial support from the State and local authorities
The association between universities operates on proactive cooperation, exchange and sharing between member universities in the following aspects:
- A place for cooperation, exchange, and sharing of information and experience between universities on management and development of higher education in general and development of teaching staff in particular
- Be the focal point for collecting information on the demand for lecturer positions at member universities
- Establish a mechanism for coordination and exchange of lecturers between universities This will help to reduce the shortage of lecturers between universities in the short term At the same time, it is also a mechanism to increase income and experience for competent lecturers
- Center for scientific research on pedagogical profession; research and design training programs, foster pedagogical skills, apply scientific and technological achievements in teaching activities
- As a focal point for organizing scientific research, large-scale seminars are organized to build a database of scientific research results to support the scientific research activities of lecturers at universities and other institutions and organizations.